Katrin impresses with her clear, practical advice and extensive experience in coaching and organizational development. With her unconventional, out-of-the-box thinking, she brings fresh perspectives to complex issues. Working with her is a respectful, solution-oriented experience that yields lasting results. Highly recommended!
Simone Bobst, Head of People & Culture, Aroma
Organizational Development: Typical Situations
«The Pains of Growing»
Michael has been successfully running his company for over 10 years. After initial turbulences, his business has grown steadily and consistently. Unfortunately, he now perceives signs that the company is reaching internal limits: One manager has recently experienced a burnout due to excessive workload, two teams are in recurring conflict, and the impact of AI is also causing uncertainty. Michael would like to address the situation holistically and professionally.
«A Common Vision of the Future»
Jean is leading a department that has just merged with another one. Unfortunately, this has led to a negative atmosphere within the team, which is morevover still spread across two locations. Jean fears that important issues won’t be addressed and that employees will quit. At the same time, she wants her team to finally look towards the future and get involved in the urgently needed strategic realignment.
«Handing Over the Entrepreneurial Reins»
Anna is about to retire. She set up her organisation 24 years ago and has steered it through all its ups and downs. Now she would like to hand her ‘baby’ over to the next generation. However, she fears that her management team lacks the decisiveness and the ability to think in terms of the bigger picture. How can Anna ensure that the company’s DNA is not lost when she leaves?
Your Goal is
- Employees taking on more responsibility to ease the burden on leadership?
- Lean processes, which are actually observed because they are co-designed by your staff?
- A vision of the future, which is supported by employees and is coming to life by diligent planning?
- Executive staff who think holistically from a business perspective and are able to make decisions efficiently?
- A culture of open dialogue where employees can work through disagreements constructively with one another?
- An organisational culture that works independently of the individuals within the company and is underpinned on a daily basis by processes, structures and leadership principles?
- Professional support during challenging periods of change (succession, strategy changes, mergers, IT roll-outs etc.)
Why Katrin Lüthi and In Gang Beratung?
I had the pleasure of working with Katrin as a facilitator in agile vision-building: with her creativity, combined with humour, humanity and unobtrusiveness, she was a key factor in the success of this process. Many thanks, dear Katrin, for your guidance. I can wholeheartedly recommend Katrin as a coach, consultant and facilitator for agile mindsets and methods!
Christian Mewes, Lead Competence Center Projects, Raiffeisen Schweiz
As a qualified organisational developer and coach (bso), I have been supporting and guiding organisations through change processes since 2018. My clients range from small businesses (in the IT/software, energy, technology and research sectors) to larger administrative bodies (municipalities, cantons and the federal government). My diverse background (linguistics, media and culture, university teaching, software development) and my professional experience ranging from chaotic start-ups to e-learning support at ETH Zurich help me to quickly find my feet in many different sectors.
My Clients Like
- my well-structured and transparent way of working
- my quick grasp of things
- my extensive repertoire of diverse, and in some cases unconventional, methods,
- my talent for facilitation and my ability to ask the right questions at the right time.
My Offer in Organizational Development Consulting
To me, organisational development and organisational consultancy mean designing structures, identity, functions and processes in such a way that they foster a sustainable organisational culture. This includes the following services:
- Professional, Holistic Support in Changes: My approach to the change process helps them to take the right steps at the right time, ensure nothing important is overlooked, and keep staff on board at every stage of the process.
- Optimize Strategy, Processes, and Structures: Work together to develop strategies, guiding principles and policies, design efficient processes (e.g. in communication and meetings), and establish efficient decision-making bodies.
- Strenghtening Leadership: Providing support in clarifying roles, allocating responsibilities and shaping a modern leadership culture, as well as fostering an entrepreneurial mindset.
- Culture and Collaboration: Supporting the collaboration of divisions, organizations and teams.
- Company Values and Vision: Working with staff to identify a company’s core DNA, and jointly developing visions for the future and target scenarios.
It is important that workshops always result in a few clearly defined tasks (with designated people in charge), which can then be put into practice straight away, for example as experiments. This sort of collaborative work ‘on the system’ is challenging, but it can and should also be fun.
We were very pleased with the workshop day. Katrin provided the management team with excellent support, enabling us to clarify our roles and achieve our objectives. The whole workshop was very well organised and very practical – including the measures and agreements that were finalised.
Managing Director of a Retirement Home
How does the organisational consulting process work in practice?
By carefully defining how leadership and organisational development should interact within the change process, we can achieve sustainable results together. The price also includes close support, with preparatory and follow-up sessions, so you don’t need to worry about costs spiralling out of control.